4-Quarter Plan to 60+ Schools
A phased national rollout from San Diego pilot to coast-to-coast coverage, with 1,175-1,700 reps and $250,000 total investment.
School Tier Definitions
Schools are categorized by enrollment, Greek life presence, and business school strength.
Enrollment: 30,000+
- Enrollment 30,000+
- Strong Greek life (20+ chapters)
- Ranked business school
- Large event culture (tailgates, intramurals, Greek philanthropy)
30-50 reps/school
2-4 deals/rep/month
Enrollment: 15,000+
- Enrollment 15,000-29,999
- Active Greek life or club scene
- Regional business school
- Moderate event culture
15-30 reps/school
2-3 deals/rep/month
Enrollment: 5,000+
- Enrollment 5,000-14,999
- Some Greek life or active clubs
- Entrepreneurship programs
- Growing student org culture
5-15 reps/school
1-3 deals/rep/month
4-Quarter Expansion Timeline
Phased rollout from local pilot to national scale.
San Diego Pilot
Milestones
- Recruit 5 Campus Directors (1 per school)
- Onboard 25-50 reps across 5 San Diego schools
- Achieve 75+ total deals closed in Q1
- Validate unit economics: cost-per-acquisition, rep retention, deals/rep
- Document playbook: what worked, what failed, iterate scripts
- Build Handshake presence at all 5 schools
Key Activities
- Greek life org meeting presentations at UCSD, SDSU, USD
- Handshake job postings at all 5 schools
- Info sessions (2 per school per month)
- Instagram/TikTok content from reps (social proof)
- Weekly Campus Director strategy calls
- Fast Start challenge: first 10 reps to hit 5 deals
Texas + Arizona Expansion
Milestones
- Launch at 10 new schools in Texas and Arizona
- Recruit 10 new Campus Directors from summer interns and early adopters
- Scale to 100-150 active reps across 15 total schools
- Achieve 250+ total deals closed in Q2
- Launch Campus Director training certification
- Establish regional manager role for Southwest
Key Activities
- Summer intern recruiting at UT Austin, Texas A&M, ASU
- Handshake postings go live at 10 new schools
- Campus Director boot camp (virtual, 3-day intensive)
- Partner with business fraternities (AKPsi, DSP) at target schools
- Launch referral bonus: $100 per qualified Campus Director referral
- Test paid Instagram ads targeting college students in TX/AZ
Midwest + Southeast
Milestones
- Launch at 20 new schools in Midwest and Southeast
- Scale to 300-500 active reps across 35 total schools
- Achieve 800+ total deals closed in Q3
- Promote top Campus Directors to Regional Directors
- Launch inter-school competition leaderboard
- Establish regional managers for Midwest and Southeast
Key Activities
- Fall semester Handshake blitz at 20 new schools
- Career fair presence at top 10 target schools
- Greek life chapter presentations (target 3 orgs per school)
- Launch school-vs-school competition with $5,000 prize pool
- Campus Director summit (virtual, quarterly)
- Content creator program: sponsor 5 student influencers per region
National Scale
Milestones
- Expand to 25+ additional schools, reaching 60 total nationally
- Scale to 750-1,000 active reps
- Achieve 2,500+ total deals closed in Q4
- Launch national leaderboard and annual conference
- Full-time Regional Director roles in all 4 regions
- Achieve $500K+ monthly gross commission payouts
Key Activities
- National Handshake presence across 60+ schools
- Annual DEI Sales Summit (in-person, 2-day event)
- Launch Campus Ambassador mobile app
- National TV/podcast advertising targeting college demographic
- Partnership with DECA, FBLA, and collegiate sales competitions
- Hire VP of Campus Sales to lead the division full-time
Regional Breakdown
Target schools organized by region with launch timeline.
West Coast
| School | State | Enrollment | Tier | Greek Chapters | Biz School Rank |
|---|---|---|---|---|---|
| UC San Diego | CA | 42,000 | TIER 1 | 38 | #15 |
| San Diego State University | CA | 36,000 | TIER 1 | 42 | #85 |
| University of San Diego | CA | 9,000 | TIER 3 | 12 | #65 |
| Point Loma Nazarene University | CA | 4,500 | TIER 3 | 0 | — |
| San Diego Mesa College | CA | 22,000 | TIER 2 | 2 | — |
Southwest
| School | State | Enrollment | Tier | Greek Chapters | Biz School Rank |
|---|---|---|---|---|---|
| University of Texas at Austin | TX | 52,000 | TIER 1 | 65 | #5 |
| Texas A&M University | TX | 74,000 | TIER 1 | 55 | #20 |
| University of Houston | TX | 47,000 | TIER 1 | 30 | #45 |
| Arizona State University | AZ | 78,000 | TIER 1 | 70 | #25 |
| Texas Tech University | TX | 40,000 | TIER 1 | 50 | #60 |
| University of Texas at San Antonio | TX | 35,000 | TIER 2 | 25 | — |
| University of North Texas | TX | 44,000 | TIER 1 | 30 | — |
| University of Arizona | AZ | 48,000 | TIER 1 | 45 | #40 |
| Baylor University | TX | 21,000 | TIER 2 | 35 | #50 |
| Southern Methodist University | TX | 12,000 | TIER 3 | 30 | #35 |
Midwest
| School | State | Enrollment | Tier | Greek Chapters | Biz School Rank |
|---|---|---|---|---|---|
| University of Michigan | MI | 48,000 | TIER 1 | 60 | #7 |
| Michigan State University | MI | 50,000 | TIER 1 | 55 | #30 |
| Ohio State University | OH | 61,000 | TIER 1 | 65 | #15 |
| Indiana University Bloomington | IN | 47,000 | TIER 1 | 70 | #10 |
| Purdue University | IN | 50,000 | TIER 1 | 55 | #25 |
| Penn State University | PA | 47,000 | TIER 1 | 80 | #20 |
| University of Illinois Urbana-Champaign | IL | 56,000 | TIER 1 | 85 | #15 |
| University of Wisconsin-Madison | WI | 49,000 | TIER 1 | 50 | #20 |
| University of Cincinnati | OH | 47,000 | TIER 1 | 40 | — |
| Bowling Green State University | OH | 18,000 | TIER 2 | 35 | — |
Southeast
| School | State | Enrollment | Tier | Greek Chapters | Biz School Rank |
|---|---|---|---|---|---|
| University of Florida | FL | 56,000 | TIER 1 | 60 | #15 |
| Florida State University | FL | 45,000 | TIER 1 | 55 | #35 |
| University of Georgia | GA | 41,000 | TIER 1 | 60 | #20 |
| Georgia Institute of Technology | GA | 44,000 | TIER 1 | 50 | #25 |
| University of Central Florida | FL | 72,000 | TIER 1 | 45 | — |
| University of North Carolina at Chapel Hill | NC | 32,000 | TIER 1 | 45 | #8 |
| North Carolina State University | NC | 37,000 | TIER 1 | 40 | — |
| Clemson University | SC | 29,000 | TIER 2 | 40 | — |
| University of Alabama | AL | 39,000 | TIER 1 | 65 | #40 |
| University of Tennessee Knoxville | TN | 36,000 | TIER 1 | 45 | — |
Unit Economics
Financial model per campus showing cost structure, revenue, and payback period.
Cost Structure
Revenue Model
Each campus generates $9,375/month in revenue, paying back the full investment in the first month of operation.
Competitive Landscape
How DEI campus program compares to other college sales opportunities.
| Company | Product | Avg Deal | Retention | Training | Compensation | Presence | Strength | Weakness |
|---|---|---|---|---|---|---|---|---|
| Cutco / Vector Marketing | Physical product (one-time sale) | $200 | 15-20% after 3 months | In-person group training, manager ride-alongs | Commission only, 10-25% of sale, no residual | Massive — 50,000+ reps/year across 500+ schools | Brand recognition, proven recruiting machine at scale | High rep churn, negative brand perception (MLM stigma), no recurring revenue for reps |
| Southwestern Advantage | Physical product (one-time sale) | $150 | 25-30% return for second summer | Intensive 5-day boot camp, then solo door-to-door | Commission only, reps relocate for summer, 25-40% of sale | Strong — 3,000+ reps/year, 200+ schools, summer-only model | Transformative personal growth experience, strong alumni network | Requires summer relocation, door-to-door is brutal, product relevance declining |
| Vivint / Solar Door-to-Door | Service contract (recurring) | $500 | 30-35% after first summer | Intensive 2-week boot camp, team-based canvassing | Commission + residual, $300-$600/install, summer knocker model | Moderate — 10,000+ summer reps, primarily BYU/Utah schools | High deal values, strong team culture, proven scale | Summer-only for most reps, physically demanding (door knocking in heat), requires relocation |
| College Works Painting | Service (seasonal) | $3,000 | 20-25% return second year | Entrepreneurship model — reps run their own painting crew | Profit from painting jobs (reps are micro-entrepreneurs), typical $8K-$15K summer | Moderate — 1,000+ student managers/year, present at 100+ schools | Real P&L management experience, high summer earnings potential | Summer-only, physically demanding, weather dependent, requires managing blue-collar crews |
DEI offers recurring residual income ($0.25-$1.00/walk-in forever), AI-powered training (24/7 practice), and no inventory — reps never buy product. Our retention model is fundamentally better because reps build passive income.
DEI is year-round (not summer-only), fully remote, no relocation. Students sell to businesses (B2B is more professional than door-to-door). Our product is essential (insurance) not discretionary (books). AI training replaces the need for intensive boot camps.
DEI is year-round, no door knocking, no relocation. Lower deal value but faster close cycle and no installation complexity. Our reps can work from their dorm room. B2B sales to businesses is a more transferable career skill than residential door knocking.
DEI offers year-round income with no physical labor or weather dependence. Our reps sell a digital product (instant coverage) vs managing paint crews. Residual income continues after graduation — College Works income stops when you stop painting.
Risk Analysis
Identified risks with likelihood, impact, and mitigation strategies.
Insufficient Campus Director pipeline — cannot find quality student leaders
Mitigation: Build relationships with Greek life councils, business fraternities (AKPsi, DSP), and sales competition teams 1-2 semesters before launch. Offer $100 referral bonuses for Campus Director leads. Partner with career services at each school.
Cannot scale onboarding and support for 500+ reps simultaneously
Mitigation: AI-powered onboarding handles 90% of training at zero marginal cost. Campus Directors serve as first-line support. Regional managers handle escalations. Self-serve dashboard eliminates most operational questions. Build robust FAQ and knowledge base before Q3 expansion.
Students or parents perceive DEI opportunity as MLM or predatory
Mitigation: Lead with AIG partnership and real insurance product. Emphasize no joining fee, no inventory purchase, no required recruiting. Publish transparent compensation data. Get testimonials from career services staff at pilot schools. Partner with university entrepreneurship centers for credibility.
High rep attrition in first 30 days — students drop out before closing first deal
Mitigation: Fast Start program creates urgency and early wins. AI role-play training builds confidence before first call. Pair every new rep with a peer mentor. Weekly check-in calls for first 30 days. Lower the bar: celebrate activity metrics (calls made), not just deals closed.
Cutco or Southwestern recruit our top student leaders away
Mitigation: Our compensation model (residual income + AI training + year-round flexibility) is structurally better for students. Campus Directors earn override income that compounds over time. Retention bonuses for Directors who stay 2+ semesters. Annual leadership retreat builds community loyalty.
Expansion budget overruns due to slower-than-expected revenue in new regions
Mitigation: Phase expansion strictly — do not enter Q3 schools until Q2 unit economics are validated. Keep recruiting costs low (Handshake is free for employers). Marketing spend is variable (scale up or down based on results). Campus Directors are 1099 contractors with variable comp — no fixed salary overhead.
University prohibits on-campus recruiting or sales activities
Mitigation: Recruit through Handshake (university-approved platform). Position as career development opportunity, not sales pitch. Partner with career services for co-branded info sessions. Comply with each university recruiting policies. Have legal review all campus marketing materials.
Seasonal demand dips during summer and winter breaks
Mitigation: Reps can work remotely from home during breaks. Summer is actually peak season for events and recreation businesses. Adjust targets down for December and January. Residual income from signed partners continues regardless of rep activity.
Ready to Launch Your Campus?
Join the national expansion as a campus rep or become a Campus Director leading your school.